There is a scenario that we see play out often, and it’s a MAJOR hurdle for mid-sized businesses; making a mistake in hiring.
Your employees are stretched as thin as they can be, and you’re afraid that if you don’t fix something that you will start to lose people. So, you begin the hiring process. Of course, that is just another task that adds to the work load and only serves to increase stress. You narrow your search down and have a few promising applicants in for interviews. One fellow seems alright, and he has an impressive resume. Sure he’s not a perfect culture fit, but it’ll be fine. You just need someone now.
We’ve all been there and trust us, you have our sympathy. However, hiring the wrong person can be incredibly detrimental to your growth. If your new hire doesn’t gel well with your company, they won’t be happy. Studies show that unhappy workers are 10% less productive than average. So, it won’t be long before you’re not happy either. Want some more scary statistics?
The scariest part about a bad employee isn’t the waste of effort spent hiring them, or even the huge monetary loss in training them, but the impact the ordeal can have on your existing employees.
A poor performer can foster resentment. Someone standoffish can cause clicks to form. An abrupt firing can cause fear in even senior people. A poor hiring decision backed by leadership can cause mistrust, but on the flip side; a poor hiring decision not backed by all leaders can appear chaotic. That also breads mistrust. There’s really no winning with a bad hire!
Now, you can’t just burry your head in the sand and never hire, but you need to recognize that finding the right person is a long and arduous process. Here are some tips to help the process along!
If you’re team is small enough that one or two open positions cause a big splash, you need to talk about it with your staff. As leadership, you don’t have to show all your cards. However, many people don’t know how crucial the right fit can be. Tell them! Your employees with appreciate your candor, and put in that extra work knowing that the situation isn’t forever.
Make it less painful
There are a ton of staffing firms, job boards, and recruiting forums for you to leverage in order to find the right people. However, keeping up on all those fronts can lead to tons of extra work when you’re already short staffed. Try leveraging a tool (like ZipRecruiter) that automates posting to all those areas at once. Or, if your budget allows, find a recruiter you trust to bring you only the best applicants. If nothing else, create a dedicated email for all new hire correspondence so hiring doesn’t constantly impede your actual work.
Because finding the right person can be such a challenge, it’s important not to wait until people are so overworked that they want to quit to begin your hiring search. The average time to fill a position in the US is between 25 and 35 business days. Nearly 33% of new hires look for a new job within their first six months on the job. We believe if that 25-35 average could be increased a bit, we may see a reduction in that 33%.
A big reason companies don’t take longer than 30 days to fill a position is because searching costs money. If someone is spending all day trying to fill a position you will get the best candidate in the market at that precise moment. However, if you can dedicate an hour or 2 a day instead, you learn to prioritize only viable options and have the flexibility to search longer without sacrificing resources.
As we saw above, rushing your hiring and picking up the wrong person can be disastrous. Take your time and make sure you are as comfortable as possible with a candidate before you bring them on board.
Ask the right questions
This can be a tricky one. Everybody searching for a job wants to come off like a perfect fit. Also, even if your office is the kind of place where someone can make an off-color joke, you shouldn’t test their response in an interview. (Can you say lawsuit?) However, don’t make the mistake of reading from an established playbook. Your company is unique, and asking the same old questions can do you a disservice.
Make sure they ask the right questions
You want someone as passionate about your industry as the rest of your team. A candidate who is truly interested in working with you typically has some good question of their own.
The informal test
Think you found the right person? Take them out for lunch, happy hour, or a company event that you think properly displays your teams personality. How they fit in on a social occasion can tell you a lot about how well they’ll mesh with their co-workers.
We know this was a long read, and there are plenty more ways to optimize the hiring process. If you need further assistance, contact us today! In the mean time, we hope these tips can help with your next new hire!